✔️ [People] L&D Flashcards
Process of increasing a job’s depth by adding responsibilities to the job.
Job enrichment
Progression through a series of employment stages characterized by relatively unique issues, themes, and tasks.
Career development
Planned approach to learning that includes a combination of instructor-led training, self-directed study, and/or on-the-job training.
blended learning
System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities.
Learning management system (LMS)
Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs.
Developmental activities
Acquisition and/or transfer of knowledge within an organization through activities or processes that may occur at several organizational levels; ability of an organization to learn from its mistakes and adjust its strategy accordingly.
Organizational learning
Movement between different jobs.
Job rotation
Related to technical skills training; often a partnership between employers and unions.
Apprenticeship
Instructional design model that works to gain feedback and build models early in the process; generally has three phases: preparation, iterative design, and iterative development.
Successive approximation model (SAM)
Instructional systems design framework consisting of five steps that guide the design and development of learning programs.
**ADDIE model
**
* Analysis/asses, Design, Development, Implementation, Evaluation
* Analysis: collect data to identify gaps. needs assessment or needs analysis via interviews, observation, or surveys.
* Design: info from needs analysis is used to develop broad goals and objectives
* Development: material is created, purchased, or modified to meet goal. case studies, role play, exercises, simulations
* Implement: the prgram is delivered. pilot prgrams, revisions, announcements, and launches
* Evaluate: measuring the effectiveness
Relationship in which one person helps guide another’s development.
Mentoring
Process of broadening a job’s scope by adding different tasks to the job.
Job enlargement
Instructional design model based on concept that training should be tightly focused on specific performance measures that the organization has determined are important.
Action mapping
Document that guides employees toward their goals for professional development and growth.
Individual development plan (IDP)
Learning/development programs offered initially in a controlled environment with a segment of the target audience.
Pilot programs
Training and professional development programs targeted at assisting management- and executive-level employees in developing the skills, abilities, and flexibility required to deal with a variety of situations.
Leader development
Organization characterized by a capability to adapt to changes in environment.
Learning organization
Training provided to employees at the work site utilizing demonstration and performance of job tasks.
On-the-job training (OJT)
Preparing, implementing, and monitoring employees’ career paths, with a primary focus on the goals and needs of the organization.
Career management
Career development programs that identify meaningful career paths for professional and technical people outside traditional management roles.
Dual career ladders
Actions and activities that individuals perform in order to give direction to their work lives.
Career planning
Assessment tools that present prospective leaders with sample situations and problems they might encounter in a work environment.
Situation judgment tests (SJTs)
Ability to influence, guide, inspire, or motivate a group or person to achieve their goals.
Leadership
Assessment tools that provide candidates a wide range of leadership situations and problem-solving exercises.
Assessment centers
People who learn best through a hands-on approach; also called tactile learners.
Kinesthetic learners
Focused, interactive communication and guidance intended to develop and enhance on-the-job performance, knowledge, or behavior.
Coaching
Process by which employees are provided with the knowledge, skills and abilities (KSAs) specific to a task or job.
Training
70-20-10
- 70% challenging assignments, 20% developmental relationships, 10% coursework and training
- Used for executives, but overall works well for learning adults
Global HR professionals charged with the responsibility of (bb)
“🔐 Global HR professionals charged with the responsibility of designing, developing, and delivering cross-border or cross-cultural learning and dev programs must do so within the context of two important influences:
strategic orientation - how the org steers a path between global integration and local differences
stakeholder buy-in support
These 2 key factors have implications for all aspects of the learning and dev process”
Conceptual framework that makes patterns clearer and helps one see how things interrelate and how to change them
Systems thinking
Deeply ingrained assumptions that influence how we understand the world and how we take action
Mental Models
High level or proficiency in a subject or skill area
Personal Mastery
aligning and developing the capacity of a team to create the results its members desired outcome/desire
Team learning
Look into the future that fosters genuine commitment and is shared by all who need to posses it
Shared vision
learning org bb
“🔐 A learning organization is a type of org that has ‘learned’ to react and adapt to its environment. A learning org provides the environment for organizational learning
Learning organizations are committed to retaining knowledge over time
Organizational learning occurs at individual, group, and organizational levels. A learning organization learns to react and adapt to its environment.”
explicit & tactic
Knowledge is catagorized into explicit or tactic. Explicit can be shared via tools or a database; whereas tactic is experienced-based and personal, so it’s not quantifiable
- discipline that studies how adults learn
- Self-concept, experience, readiness to learn, orientation to learning, motivation to learn, “unlearn to learn”
Andragogy
- Low tolerance for change
- Lack of trust
- Peer group pressure (perceptions)
- Bad experience with previous learning programs
- Lack of organizational commitment to learning
resistance to learning
Most adult learning occures through (bb)
🔐 Most adult learning occures through job and life experiences and from relationships with others. Adult learners come to the table with skills and knowledge. Use this knowledge and integrate learning and dev programs into employees day-day expereinces as much as possible. Evaluate their current skills against the desired org goals and involve the adult learner in the planning of the L&D activies. Foster learning relationships through coaching, mentoring, on-job training, apprenticeships as approproiate
Learning stype refers to (bb)
🔐 Learning stype refers to the way individuals take in and process new info. The concept is based on the idea that people learn different and that tailoring the delivery of the info to address those differences will enhance learning and retention. Observation and instructor inference about learner behaviors are required in order to identify the learning style. An awareness of these styles allows for HR professionals to interpret and reflect on ways to accomodate each style of learning
2 formulas for IDPs (bb)
“🔐 There are various formats and templates for IDPs. At a minimum, an IDP should include the following information:
Employee profile—name, position title, name of the employee’s supervisor, and other relevant position information
Career goals and objectives—identification of the position(s) and roles to be pursued and the time frames; identification of short- and long-term goals with estimated and actual completion dates
Development objectives—statements linking organizational and/or business unit mission, goals, and objectives and the employee’s career goals and objectives
Training and development interventions—activities the employee will pursue to build knowledge, skills, and/or behaviors with estimated and actual completion dates
Outcomes—how development-building efforts will be measured or assessed
Signatures and dates—sign-offs by the supervisor and the employee”
dual career / manager
A dual career ladder allows technical employees to earn as much as they would in a management position.
Culturally, be careful of “born” vs “made”
_ occurs when traditionally higher-level leadership responsibilities are transferred to leaders at lower levels. This is partly a function of the trend toward flatter organizations, but it is also due to the greater frequency and complexities of challenges. What was typically handled by senior leaders in the past has been handed down to junior leaders so the former can focus on even more complex issues.
Task migration
is a process that introduces individuals from across the organization to each other so that they can share knowledge and experience about a topic that is of interest to them. This tool may not result in specific, predetermined outcomes, but it generally results in networking opportunities.
knowledge cafe
_ involves stretch assignments that support the development of leaders. Experiencing failures, difficulties, and periods with little or no support help the individual develop competence and resilience.
hardship testing
_ gather and report feedback from managers, peers, and subordinates for a complete picture of skills and weaknesses for leader development. If there is consensus among the findings, the founder may be forced to face facts. Situation judgment tests, assessment centers, and emotional intelligence tools won’t be helpful in convincing the CEO that she needs to change.
360 degree assessments
The primary barrier participants experience is the lack of reinforcement and support when they try to apply training to the job.
Job enlargement attempts to alleviate the boredom and low morale associated with excessive job simplification. It increases the number of tasks to be performed, expanding the scope of the job and allowing for more variety, but all of the tasks require the same skill level. Job enrichment, which is sometimes confused with job enlargement, increases the depth of a job by adding increased responsibility for planning, organizing, controlling, and evaluation
